Hiring? Tell us the role you need to fill. Share your requirement
How our fees work
WorkKar Global is a recruitment firm, not a software seller. There is nothing to subscribe to and nothing to buy up front. We agree a fee in writing before the search starts, and we invoice it after your candidate has joined.
No figures appear on this page on purpose. A percentage that fits a warehouse supervisor does not fit a plant head, so we quote per engagement and put it in writing.
The principle
Recruitment is paid for on outcome. Everything we do before a candidate walks into your office on day one is at our risk, not yours.
See the engagement modelsBefore a single profile is sourced you get a proposal: the fee, what it is a percentage of, the payment terms, the replacement window, the confidentiality terms and how we handle candidate data. Nothing starts until both sides have signed it. There is no charge for the proposal and no obligation to accept it.
For permanent roles the fee is a percentage of the candidate's fixed first-year cost to company, as stated in the offer letter you issue. The percentage is agreed for that engagement. We do not publish one, because the search effort behind a junior seat and a leadership seat is not the same work.
The invoice goes out once the person has joined and you have confirmed the joining date. Not at shortlist. Not at offer. If a search ends without a joining, whether the market moved, the budget changed or you filled the seat yourself, there is nothing to pay.
The exact definition is written into your agreement. This is how it is normally drawn, so you know what you are agreeing to before the call.
If your offer letters are structured differently, say so on the requirement call. We will write the definition your way into the agreement rather than argue about it at invoice time.
Who pays
The whole commercial model of WorkKar Global fits in four lines. Employers pay us on a joining. Nobody else pays us at all.
Pay a placement fee
Agreed per engagement, invoiced after the candidate joins. No subscription, no listing charge, no cost per CV.
Pay nothing, ever
Registering, searching, applying, job alerts, resume help and course listings are free. No registration fee, no deposit, no training kit, no processing charge.
Pay nothing
Partner institutes list their courses free and we help place their students. We take no share of the fees an institute collects from its own learners.
Get paid by us
Independent recruiters and small staffing agencies work our live mandates and share the placement fee. There is nothing to buy and no seat to licence.
Engagement models
Pick the structure that fits the seat you need filled. The structure is standard. The number inside it is agreed for your engagement and written down before we start.
See what each model coversOne person, on your payroll, for a role you intend to keep. The most common mandate we run.
People on our payroll working at your site for a fixed term, a project or a seasonal peak. Salary, PF, ESIC and compliance run through us.
A batch of similar seats filled together: operators, technicians, telecallers, field staff, delivery or warehouse teams.
Leadership seats, plant heads, founders' first hires, and replacements that cannot be advertised. Run by direct approach.
Drives at engineering, pharmacy, polytechnic and ITI campuses, plus our partner training institutes across Maharashtra.
Our recruiters working as an extension of your HR team, on your brand, for an agreed scope and term.
Every one of these is agreed per engagement. We publish the structures because they are standard practice. We do not publish rates, because the honest number depends on your role, your volume and your market, and a page cannot know those.
Inside the fee
These are not add-ons and they are not upgrades. They are how a mandate is run, so they sit inside the one fee you agreed.
Our own database, referrals, campus and institute networks, and direct calls into the plants and offices where the skill actually sits. For niche roles, headhunting rather than waiting for applications.
Our recruiters work inside our ATS, where profiles are ranked against your brief with the reason written out in plain words. A recruiter still reads the shortlist and still makes the call.
Identity, education and previous employment checked on the candidate we put forward, before you spend time on an interview. You get the report with the profile.
Scheduling around your panel, reminders to the candidate the night before, travel and gate directions for plant interviews, and feedback chased until it lands.
Salary benchmarking before you make the offer, negotiation, counter-offer handling, notice-period follow-up, and a check on joining day that the person actually walked in.
If the person leaves inside the window written into your agreement, we run the search again for that role at no further fee. The window starts on the joining date.
The only two things ever billed on top
Extended verification beyond the standard checks, such as court record searches, physical address visits or drug screening, and candidate travel you want reimbursed for an out-of-city interview. Both are optional, both need your written approval, and both are quoted before anything is spent. Nothing else appears on a WorkKar invoice that was not in the signed proposal.
What shapes a quote
When we quote, these are the questions we are answering in our heads. Knowing them helps you brief us better, and usually gets you a better number.
Get a written quoteA packing supervisor and a plant head are different searches. Senior seats mean a smaller pool, more direct approach, longer confidentiality and more of our time per hire.
Higher seniority pushes the percentage up
Forty similar seats on one drive share the sourcing effort. One specialist hire does not. Volume mandates move to a flat per-joiner rate rather than a percentage.
More seats bring the rate per hire down
Nashik, Pune and Mumbai each have a different depth of supply. A seat in a town with no local talent pool means relocation candidates, more dropouts and a longer search.
Thin local supply pushes the fee up
A GMP-validated chemist, an embedded firmware engineer or a regulatory affairs lead sits in a pool of a few hundred people in the region, not a few thousand.
Rarer skills push the fee up
A compressed deadline means more recruiters on the same mandate at the same time, and a parallel pipeline rather than a sequential one.
Tight deadlines push the fee up
If the seat cannot be advertised, because it is a replacement or the market should not know, the search runs on direct approach alone and takes longer to reach a shortlist.
Confidential searches push the fee up
A long relationship pulls in the other direction. Repeat mandates, a retained annual arrangement and a clean, decisive interview process on your side all make a search cheaper to run, and we price that in.
A worked example
Read X and Y as blanks. The real numbers are set in your proposal, never on a web page. Everything else below is exactly how a permanent mandate runs.
You need one QC chemist at your Sinnar unit. On a twenty minute call we agree a permanent mandate, a fee of Y% of first-year CTC, an invoice after joining and a replacement window of Z days.
One document with the fee, the payment terms, the replacement window and the confidentiality clause. You read it, you sign it, we counter-sign. Nothing has been charged so far, and nothing will be if you walk away here.
Sourcing, screening calls in Marathi and Hindi, verification, then a ranked shortlist with the reason each person is on it. You interview as many as you like. Still nothing payable.
You issue an offer with a first-year CTC of ₹X. We stay on the candidate through the notice period, handle the counter-offer from the current employer and confirm the joining date with you.
Day one happens. You confirm the joining date in writing. This is the moment the fee becomes payable, and not a day earlier.
The invoice reads Y% of ₹X, plus GST as applicable, on the payment terms in the signed agreement, with your GSTIN printed on it.
If that person leaves inside Z days of joining, we run the search again for the same role at no further fee. If they stay, the engagement is closed and we go back to being on call.
₹0 is what you have paid at every step above, right up to the moment your candidate walked in on day one.
Share your hiring requirementThe commercial process
No part of this is unusual. It is written down here so that nothing about a WorkKar invoice is a surprise when it arrives.
Twenty minutes on the role, the band, the location, the shift and the deadline. We tell you plainly if it is outside what we can do well.
Usually within two working days. Fee, payment terms, replacement window, confidentiality and data handling, in one document. Free, and yours to reject.
Both sides sign. This is the only commitment you make, and it commits you to a fee on a joining, not to a monthly cost.
Sourcing, screening, verification, shortlist, interviews, feedback. You see profiles and progress, and you are billed for none of it.
Raised once you confirm the joining date, against the signed terms, with GST as applicable and your GSTIN on it.
Runs from the joining date. If the person leaves inside it, the search restarts at no further fee, on the same terms.
Paying an invoice you have already received? You can settle it by NEFT, RTGS, UPI or cheque, or online against the invoice reference. Cancellation and refund handling is set out in our refund and cancellation policy, and what we deliver and when is in our service delivery policy.
An honest comparison
All three work. They just fail in different places. Read the last row first, because it is the one that decides which you should use for a given seat.
Scroll the table sideways to compare all three.
| Hiring in-house | A job-board subscription | WorkKar | |
|---|---|---|---|
| What you pay for | Your recruiter's salary, tools and time | A fixed licence for a period, whether you hire or not | A fee tied to a person joining |
| When the money leaves | Every month, hired or not | Up front, for the licence period | After the joining date is confirmed |
| Who does the sourcing | Your HR team, alongside everything else they own | You do. The board shows you who applied | Our consultants, working to your brief |
| Screening before you see a profile | Whatever your team has time for | None. You filter the inbox yourself | Called, screened and ranked, with the reason written out |
| Background verification | Bought separately from a vendor | Not included | Included on the candidate we put forward |
| Reaching people who are not applying | Depends on your team's network | Not possible. Listings only reach applicants | Direct approach is most of the work on senior roles |
| If the person leaves early | Start again, at full internal cost | Start again, licence already spent | Replacement search inside the agreed window |
| Confidential or replacement hiring | Hard to run without word getting out | Not possible on a public listing | Run by direct approach, nothing advertised |
| Cost per hire at steady volume | Lowest, once the team is busy and settled | Low for roles that attract plenty of applicants | Higher per hire, paid only on success |
| Employer brand in the market | Strongest. Your own people tell your story | Neutral. A listing among many | We represent you, on a brief you approve |
| Use it when | You hire steadily and in volume for roles people apply to, and you have recruiters with time | The role attracts plenty of good applicants and someone on your side has time to filter them | The role is niche, senior, urgent or confidential, or your team simply has no hours to give it |
Most companies we work with use all three. In-house for the roles their own brand fills, a board for the high-applicant seats, and us for the ones that stay open for months. We will tell you honestly when a role is not worth a fee.
FAQ
If yours is not here, ask it. Call +91 73873 63472 or message us on WhatsApp and you will get a straight answer, not a brochure.
Request a quoteAfter the candidate joins and you confirm the joining date. Not when we share a shortlist, not when you interview, not when an offer is issued. Retained executive search is the one exception, because the work starts long before a joining: there the fee is released in stages, and the stages are written into the proposal before the search begins.
Every permanent mandate carries a replacement window that is agreed in writing before we start. If the person leaves inside that window, we run the search again for the same role at no further fee. How long the window runs depends on the role and the notice period, so it belongs in your agreement rather than on a web page.
No. You can read every profile we send and interview every person on the shortlist. If nobody joins, nothing is payable. We do not sell CVs, resume views, listing slots or database access.
No. Not a registration fee, not a security deposit, not a training kit, not a placement charge, at any stage, ever. Employers pay us. If anyone asks a candidate for money in WorkKar's name, write to info@workkarglobal.com straight away and read the fraud alert.
Because a single published percentage would be misleading. The right number depends on the seniority of the role, how many seats you are filling, where the work sits, how rare the skill is and how fast you need the person. Tell us the role and we will put a number in writing, usually within two working days.
GST is charged as applicable on our invoice, at the rate in force on the invoice date. Your GSTIN is printed on the invoice so you can claim input credit where you are eligible. The proposal states whether the quoted fee is inclusive or exclusive of tax, so there is no argument later.
Payment terms are agreed in the proposal and printed on the invoice. You can pay by NEFT, RTGS, UPI or cheque to the WorkKar Global LLP account, or online against the invoice reference. Cancellation and refund handling is set out in our refund and cancellation policy.
Not for a standard permanent search. Retained executive search and some large bulk drives carry an engagement fee, because a team starts work weeks before anyone joins. When that applies we say so on the requirement call, before you commit to anything.
That is the only way we work. The fee, the payment terms, the replacement window, the confidentiality terms and how we handle candidate data go into one proposal. The proposal costs nothing, and no search starts until it is signed by both sides.
Request a quote
Six fields is all it takes to price a mandate properly. A consultant reads this, calls you, and sends the proposal, usually within two working days.
Fields marked with an asterisk are the ones we need in order to quote. Everything else helps us be more accurate.
A consultant will call you within one working day to take the full brief, and the written proposal usually follows within two. If it is urgent, call +91 73873 63472 now.
Message the deskGrow Together
Tell us the role. You get a written proposal at no cost, and an invoice only when someone joins.
